| 摘要: | 台灣地區15歲至64歲已婚婦女的就業比例，從1979年的32.06％上升到2006年的52.55％，打破了傳統「男主外、女主內」的觀念。另外，國防部近年來由於兵源來源不足，隨著「兩性工作平等法」的實施，國軍號召女性加入軍中行列，並且任用比例逐年攀升。故本研究欲探討已婚女性軍職人員個人背景因素對工作家庭衝突、婚姻品質之差異性、解釋力以及工作家庭衝突與婚姻品質之相關性，並設計開放式問題深入了解女性軍職人員在面對工作家庭衝突時處理方式及會尋求何種協助。
本研究採問卷調查法，以立意抽樣方式取得有效樣本320份，以「個人背景資料調查表」、「工作家庭衝突量表」以及「婚姻品質量表」為研究工具。施測所得資料以SPSS14.0套裝軟體，進行描述性統計、單一樣本T檢定、獨立樣本t檢定、單因子變異數分析、薛費事後比較法、皮爾遜積差相關、強迫進入法多元迴歸和內容分析等方法加以分析。研究結果如下：
一、「工作家庭衝突量表」總平均得分為2.91，顯著低於理論中點，表示女性軍職人員「工作家庭衝突」程度偏低。
二、「婚姻品質量表」總平均得分為3.86，顯著高於理論中點，表示女性軍職人員的婚姻品質傾向良好狀況。
三、「配偶的職業類型」、「配偶工作性質」、「職務」、「單位性質」、「工作性質」在「工作家庭衝突」上達顯著差異。即在工作家庭衝突上，女性軍職人員之配偶的職業為「技術性工人」者高於「第一、二級職業」者；就配偶的工作性質「需留營居住」的女性軍職人員高於「上下班制」；「領導職」的女性軍職人員高於「參謀職」；「部隊單位」的女性軍職人員高於「機關單位」；「需留營居住」的女性軍職人員高於「上下班制」。
四、「年齡」、「單位性質」在「婚姻品質」上達顯著差異。即在婚姻品質上，「機關單位」的女性軍職人員優於「部隊單位」。
五、「工作家庭衝突」與「婚姻品質」呈現中程度的負相關。
六、「子女數：二個以上」「職務：參謀職」、「工作家庭衝突」對「婚姻品質」達18.6%之解釋力。即擔任參謀職的女性軍職人其婚姻品質較佳。但是有工作家庭衝突及小孩的女性軍職人員，其婚姻品質表現則較差。
七、女性軍職人員面對工作家庭衝突時，大部份會先與家人溝通，尋求家人的協助，以完成工作為首要。
最後根據研究發現與結論，對女性軍職人員、國軍組織與社會福利機構以及未來研究者等四方面提出建議，以期對關心女性軍職人員之人士做為提升工作家庭及婚姻品質之參考。
The employment rate among women aged 16 – 64 in Taiwan rose from 32.06% in 1979 to 52.55%; the traditional idea that “a woman’s place is in the home” clearly no longer applies in Taiwan. In the last few years, due to difficulty in attracting sufficient recruits, and following the enactment of the Gender Equality in Employment Law, Taiwan’s military has been actively encouraging women to join the armed forces and the proportion increases year by year. The present study explores the explanatory power of differences in the individual background of married female military personnel on the conflict between work and family responsibilities and on overall marriage quality, as well as the relationship between work-family conflict and marriage quality. An open-ended questionnaire was designed to gain an in-depth understanding of how female military personnel cope with work-family conflict, and what kinds of assistance they seek to help them deal with this conflict.
The present study employs a questionnaire survey with purposive sampling; the effective sample size was 320. The research instruments used included a Personal Background Data Survey Form, Work – Family Conflict Measurement Form, and Quality of Marriage Measurement Form. The data obtained in this way was subjected to analysis using SPSS 14.0 software to obtain descriptive statistics and one-sample t test, independent sample t test, one-way ANOVA analysis, the Scheffe comparison test, Pearson product-moment correlation, multiple regression, and content analysis. The results obtained were as follows:
1. The average score obtained on the Work – Family Conflict Measurement Form was 2.91, significantly lower than the theoretical midpoint, which suggests that female military personnel experience relatively low levels of work-family conflict.
2. The average score obtained on the Quality of Marriage Measurement Form was 3.86, significantly higher than the theoretical midpoint, which suggests that, on average, female military personnel have relatively high quality of marriage.
3. The level of work-family conflict was found to vary significantly depending on the type of work performed by the female military personnel’s spouse, the nature of the work performed by the spouse, the position held by the female military personnel, and the nature of the work performed by the female military personnel. Female military personnel whose spouse was a technician had higher levels of work-family conflict than those whose spouse was classed as Category 1, 2, 5 or 6 personnel; female military personnel whose spouse was required to live on-base had higher levels of work-family conflict than those whose spouse was allowed to live off-base; female military personnel who held leadership positions had higher levels of work-family conflict than those who held staff positions; female military personnel assigned to combat units had higher levels of work-family conflict than those assigned to support units; female military personnel who were required to live on-base had higher levels of work-family conflict than those who were allowed to live off-base.
4. The level of quality of marriage was found to vary significantly depending on age, and the type of unit to which the individual was assigned; female military personnel assigned to support units had higher levels of quality of marriage than those assigned to combat units.
5. A moderately-strong negative correlation was seen between the level of work-family conflict and the level of quality of marriage.
6. Both the position held and the level of work-family conflict had 18.6% explanatory power with respect to quality of marriage. Female military personnel who held staff positions tended to have higher quality of marriage, while female military personnel who were experiencing work-family conflict had lower quality of marriage.
7. When female military personnel experience work-family conflict, most respond to this situation by talking to family members and seeking their help; their main priority is to ensure that they can perform their work properly.
On the basis of the research findings and the conclusions reached, a number of suggestions are put forward for female military personnel, the armed forces, social welfare agencies, and future researchers in this area. It is hoped that the present study will provide a useful reference for those working to help female military personnel achieve lower levels of work-family conflict and higher quality of marriage. |
